LECTURER BELOW THE BAR,

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LECTURER BELOW THE BAR,
GERMAN
PART TIME (0.5)
CONTRACT TYPE A
REF: 007991
TABLE OF CONTENTS
Page Number
Job Advertisement
3
Job Description
4
Eligibility Requirements
5
Application Procedures
6
Procedures relating to consideration of confirmation in post of newly appointed staff
11
2
LECTURER BELOW THE BAR, GERMAN
PART TIME (0.5)
College
School
Post Title & Subject Area
Post Duration
Level
Contract Type
Reports to
Arts, Social Sciences & Celtic Studies
Languages, Literatures and Cultures
Lecturer Below the Bar, German
Permanent
Below the Bar
Type A
Head of School
JOB ADVERTISEMENT
Applications are invited for a part-time (0.5) appointment as Lecturer Below the Bar, German at NUI
Galway.
The disciple of German offers a range of programmes for both graduates and undergraduates, including
a number of applied language programmes. The Lecturer type A will be responsible for a variety of
duties in teaching (mainly German language), examining and supervision, course planning and
organisation, and administration. Experience in teaching German at all levels is essential. Candidates
must be qualified (PhD desirable) in the field of German Studies, ideally with a focus on Language
Teaching or German Linguistics. Candidates should also have expertise in at least one of the following
areas: German history, German society, politics, economy, Intercultural Communication.
For informal enquiries, please contact Professor Hans-Walter Schmidt-Hannisa, Email
[email protected] or telephone: +353 (0)91 492239.
Additional information on the Discipline is available at http://www.nuigalway.ie/german/
Salary:
€36,230 to €56,782 p.a. (pro rata) (applicable to new entrants effective from January, 2011)
(This appointment will be made on the Lecturer Below the Bar scale in line with current Government pay
policy)
(For pre 1995 public sector entrants in Ireland, the D class Salary rates will apply)
Closing date for receipt of applications is 17:00 (Irish Time) on Thursday, 23rd June 2016. It will
not be possible to consider applications received after the closing date.
Garda vetting may apply.
Appointments will be conditional on work authorisation validation.
Further details are available at www.djei.ie
For more information and Application Form please see website: http://www.nuigalway.ie/aboutus/jobs/ Applications should be submitted online.
Please note that appointment to posts advertised will be dependent upon University approval,
together with the terms of the Employment Control Framework for the higher education sector.
National University of Ireland Galway is an equal opportunities employer.
3
JOB DESCRIPTION
Principal Duties and Responsibilities
You shall undertake such teaching, examining, associated research and other duties as may be required
by Údarás na hOllscoile, on the recommendation of the College/Colleges concerned given with the
approval of the Academic Council. You will carry out these duties under the direction of the Head of the
School or of an authorised senior member of the staff of the School.
The duties referred to above will include:
(a) Teaching, institution and creation of suitable courses;
(b) The administration of courses in the discipline and the examination of same;
(c) Co-ordinating courses in the general area of activity
(d) Performing any additional duties as may be designated from time to time.
In particular, the post-holder will:
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Develop and teach German Language courses and other courses in the field of German
Studies and Applied language programmes.
Conduct examinations and other forms of assessment as appropriate.
Conduct research associated with teaching.
Contribute to the smooth operation and management of selected programmes, as required.
Participate in academic administration under the direction of the Head of Discipline.
Assist in directing and promoting undergraduate programmes in German.
Contribute to any community based activities as appropriate.
The teaching duties associated with the post will involve a maximum of 7.5 contact hours per week.
You shall be a member of College/Colleges in accordance with University Statutes.
4
ELIGIBILITY REQUIREMENTS
Essential Requirements:
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M.A. (or equivalent) in German or German as a foreign language.
Experience in teaching German language in a third-level institution.
Evidence of pedagogical skills.
Commitment to research associated with teaching.
Experience of administration.
Collegiality and an ability to work collaboratively with others.
Good interpersonal skills.
Desirable Requirements:
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PhD in German studies, ideally with a focus on Language Teaching or German Linguistics.
Experience in course planning and development.
Experience in the use of new learning technologies and multimedia in the classroom.
Experience of administration in a third-level institution.
Experience in international collaborations, such as ERASMUS.
The appointment will be made to the School of Languages, Literatures and Cultures,
but will be associated with the discipline of German
Appointments will be conditional on work authorisation validation.
Further details are available at www.djei.ie
5
APPLICATION AND APPOINTMENT PROCEDURES
(Important Information for Applicants)
1. Application
A. How to apply
If you are a current NUI Galway employee please use the NUI Galway Employee Self Service (ESS) portal
to apply for this post. Note that access to the ESS portal is currently only available on campus. The
following is a link to the ESS portal:
http://ess.nuigalway.ie
The following is a link to a User Guide for ESS:
http://www.nuigalway.ie/hrdocs/ess/nuig-user-guide-academic-internal.pdf
Please ensure that you read the attached guide prior to applying for this post and allow sufficient
time to make your online submission in advance of closing date.
Please note that closing dates/ times will not be extended for user error.
Late applications will not be accepted.
Non NUI Galway employees
If you are not a current NUI Galway employee please use the NUI Galway online recruitment portal to
apply for this post. The following is a link to the online recruitment portal:
http://erecruit.nuigalway.ie
The following is a link to a User Guide for the online recruitment portal:
http://www.nuigalway.ie/hrdocs/ess/nuig-user-guide-academic-external.pdf
Please ensure that you read the attached guide prior to applying for this post and allow sufficient
time to make your online submission in advance of closing date.
Please note that closing dates/ times will not be extended for user error
Late applications will not be accepted.
Please submit the following documents under the Applicant CV section of the online form:
a. A cover letter/personal statement outlining why you wish to be considered for the post and where
you believe your skills and experience meet the requirements for the post.
b. A comprehensive CV clearly showing your relevant achievements and experience in your career to
date.
The completed application document must be submitted online to reach the Human Resources Office no
later than 17:00 (Irish Time) on 23rd June 2016. Please note that an application will ONLY be
considered if documents a and b above are fully completed and received by the closing date.
All applicants will receive an acknowledgement of application. If you do not receive an acknowledgement
of receipt of your application or if you have any other queries regarding the application process please
contact [email protected] or telephone 091-492151.
B. Incentivised Scheme for Early Retirement (ISER):
It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of
Finance Circular 12/09 that retirees, under that Scheme, are debarred from applying for another position in
the same employment or the same sector. Therefore, such retirees may not apply for this position.
C. Pension Entitlements:
This is a pensionable position. Details of the applicable Pension Scheme will be provided to the successful
candidate. The Pension element of this appointment is subject to the terms and conditions of the Pension
scheme currently in force within the University. This Scheme may be amended or revised by the Irish
Government or its agents at any time.
The Public Service Superannuation (Miscellaneous Provisions) Act 2004 set a minimum retirement age of
65 and removed the upper compulsory retirement age for certain New Entrants to the Public Sector on or
after 1 April 2004. Effective from 1st January 2013, The Single Public Service Scheme applies to all firsttime new entrants to the public service, as well as to former public servants returning to the public service
after a break of more than 26 weeks.
Retirement age set, initially, at 66 years; this will rise in step with statutory changes in the State Pension
Contributory (SPC) age to 67 years in 2021 and 68 years in 2028.
Compulsory retirement age will be 70.
D. Declaration:
Applicants will be required to declare whether they have previously availed of a public service scheme of
incentivised early retirement. Applicants will also be required to declare any entitlements to a Public
Service pension benefit (in payment or preserved) from any other Public Service employment and/or where
they have received a payment-in-lieu in respect of service in any Public Service employment.
E. Collective Agreement: Redundancy Payments to Public Servants :
The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers
introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the
Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation
to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that
persons availing of the agreement will not be eligible for re-employment in the public service by any public
service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for
a period of 2 years from termination of the employment. Thereafter the consent of the Minister for Public
7
Expenditure and Reform will be required prior to re-employment. People who availed of this scheme and
who may be successful in this competition will have to prove their eligibility (expiry of period of noneligibility) and the Minister’s consent will have to be secured prior to employment by any public service
body.
F. Department of Health and Children Circular (7/2010)
The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early
Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER
scheme that persons availing of the scheme will not be eligible for re-employment in the public health
sector or in the wider public service or in a body wholly or mainly funded from public moneys. The same
prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years,
after which time any re-employment will require the approval of the Minister for Public Expenditure and
Reform. People who availed of either of these schemes are not eligible to compete in this competition.
G. Declaration
Applicants will be required to confirm whether they have previously availed of a public service scheme of
incentivised early retirement and/or the collective agreement outlined above. The above represents the
main schemes and agreements restricting a candidate’s right to be re-employed in the public service.
However it is not intended to be an exhaustive list and candidates should declare details of any other exit
mechanism they have availed of which restricts their right to be re-employed in the public service.
Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment
or preserved) from any other Public Service employment and/or where they have received a payment-inlieu in respect of service in any Public Service employment.
H. Work Permits:
Work permits are permits which are granted to non-EU/EEA Citizens to allow them to work in Ireland
legally. It is a legal offense to work in Ireland without a work permit and both the employer and the
employee are held responsible.
For more information on work permits and for future updates, visit the Enterprise, Trade and Employment
website www.entemp.ie
8
2.
Assessment Procedure
(a) Board of Assessors
Applications will be considered by a Board of Assessors, which will shortlist and interview candidates and
report to the College, the Academic Council and Údaras na hOllscoile.
Where a specific Irish Language competence is set out as an essential criterion for a post, candidates will
be required to sit an Irish Oral and Written Examination at the initial stage of the recruitment
process. Applications from candidates that successfully complete this initial stage will be considered by a
Board of Assessors, which will shortlist and interview candidates and report to the College, the Academic
Council and Údaras na hOllscoile.
All applications and other materials submitted by applicants will be treated in strict confidence by all panel
members and others involved in the administration of the recruitment process. No information about the
identity of applicants, or details of their applications, will be released to others, except where it is necessary
as part of the selection process.
For example, shortlisted applicants will be asked to present to the Board
of Assessors and Members of College and Members of College may view the full copy of all applications
received (including those shortlisted and not shortlisted) for an academic post by making a
request/appointment to the HR Office.
(b) Presentation & Interview Dates
Candidates will be advised of arrangements in due course. We endeavour to give as much notice as
possible for interview dates etc., candidates should make themselves available for interview and
presentation on the date(s) specified by the University.
Candidates who do not attend for interview or other selection assessment when and where required by the
University or who do not, when requested, furnish such evidence as the University requires in regard to any
matter relevant to their candidature, will have no further claim to consideration
(c) Expenses
Expenses are paid to candidates who are shortlisted and invited to attend for interview by the Board of
Assessors (see (a) above). For further information see the University policies on expenses at the following
link http://www.nuigalway.ie/financial_accounting/policies_procedures.html
(d) Referees
Referees listed on the application forms of shortlisted candidates will be contacted prior to interview.
(e) Offer
All candidates will in due course be notified of the outcome of their application. The Human Resources
Office will offer the post to the candidate appointed once the appointment has been made by the University
Appointing Authority.
9
The successful candidate will be required to submit evidence of age, original qualifications and may be
required to complete a medical examination. Once a conditional job offer has been made, the candidate will
be asked to complete a pre-employment health questionnaire that the University’s Occupational Health
Service will use in order to assess medical fitness to undertake the duties of the post.
The information provided on the questionnaire will be used (i) to assess the candidates medical capability
to do the job applied for; (ii) to determine whether any reasonable adjustments may be required to
accommodate any disability or impairment which the candidate may have; and (iii) to ensure that none of
the requirements of the job for which the candidate applied would adversely affect any pre-existing health
conditions the candidate may have.
3.
Appointment
The appointment will be made by the President, following adoption of the report of the Board of Assessors
by the College of Arts, Science and Celtic Studies. (In the event that the College does not adopt the report,
the appointment will be made by the President, following adoption of the report of the Board of Assessors
by the Academic Council. In the event that the Academic Council does not adopt the report of the Board of
Assessors, the decision as to the appointment, will be made by Údaras na hOllscoile (The University
Governing Authority). All candidates will in due course be notified of the outcome of their application. The
Human Resources Office will offer the post to the candidate appointed once the appointment has been
made by the University Appointing Authorities.
10
PROCEDURES RELATING TO CONSIDERATION OF CONFIRMATION IN POST OF
NEWLY APPOINTED STAFF
The probationary appointment has two main functions. The first is to provide a period of
training for newly appointed lecturers to the University and secondly to provide evidence
as to whether the lecturer has the qualities as a teacher, scholar and person which would
justify recommending a confirmation in post.
i)
Confirmation of Appointment will be formally confirmed by a Probations Board
consisting of the Registrar and Deputy President, Dean and a presidential
nominee drawn from a list drawn up by Academic Council. The Director of Human
Resources or nominee will convene the Board and be in attendance. In arriving at
its decision the Board will consider the report of the Probation Supervisory Group.
ii)
The probationary period will be supervised by a Probation Supervisory Group
consisting of the Head of School / Discipline, the Dean of the College of primary
affiliation (or nominee) and a senior colleague (selected by the Dean) from a
cognate School / Discipline. A HR representative may be available to advise the
Probation Supervisory Group on matters of precedent or policy.
iii)
The appointment will be probationary for the first three years of service, but this
period may be reduced by the Probations Board, on application by the Lecturer at
appointment or alternatively on application to the Probation Supervisory Group
who will make a recommendation to the Board following the first meeting, on the
ground of service in an equivalent post in a University, or in an Institute of Higher
Education deemed for this purpose to be of University standing, or in a Research
Institute, or on the ground of approved professional experience. However, no
probationary period shall be of less than twelve months duration from the date of
taking up duty.
iv)
The Probation Supervisory Group will meet the lecturer at least every twelve
months to consider their progress. Further meetings will be scheduled if deemed
necessary by either party. The Probation Supervisory Group will be convened by
the Human Resources Department in conjunction with the relevant School office
and will be chaired by the Dean of the College of primary affiliation.
v)
For each Probation Supervisory Group meeting, the lecturer will be required to
submit a report outlining his/her progress on teaching, research and other activities
which will form part of the group’s assessment. The Head of School / Discipline
will also be required to submit a report outlining the progress of the Lecturer on
teaching, research and other activities.
vi)
Following each meeting the Dean will give feedback to the lecturer on the
assessment of the Probation Supervisory Group. The results of the assessment
will also be communicated to him/her in writing by the Human Resources
Department.
11
vii)
There are four options which may be followed after the Probation Supervisory
Group meeting:
(a) Acknowledge the progress the lecturer has achieved to date and review again
at the next meeting.
(b) Advise the lecturer that his/her progress is failing in some regard and advise on
corrective action necessary to resolve it. (stage viii)
(c) Issue a satisfactory report to the Probation Board recommending confirmation
in post. (stage ix)
(d) Issue an unsatisfactory report to the Probation Board. (stage x)
viii)
If the Probation Supervisory Group considers that the lecturer’s progress has been
unsatisfactory, he/she will be advised by the Head of Department as soon as
possible but at the latest by the end of the penultimate year. Where the review
period is for one year this will occur after six months. He/she will also be advised
as to what the shortcomings are and how they may be overcome. This will allow
the lecturer the opportunity to rectify the situation before the matter is considered
by The Board. Copies of all correspondence will be sent to the Director of Human
Resources for retention on the personal file. No action need be taken where the
progress is satisfactory.
ix)
Where the Board recommends confirmation in post, they must be satisfied inter
alia that, taking account of all relevant factors that the lecturer:
a)
has satisfactorily engaged in research towards the advancement of his/her
subject.
b)
has satisfactorily engaged in the teaching of prescribed courses and the
supervising of lab/tutorial work assigned to him/her.
c)
has conscientiously carried out such examining duties and satisfactorily
performed such administrative and other duties as have been required of
him/her.
x)
In the case of an unsatisfactory report from the Probation Supervisory Group, the
Board will consider all the submissions and it may interview the lecturer who will be
entitled to trade union representation. The Board will ask the lecturer to submit a
report on his or her progress and he/she may submit referees to whom the Board
may refer. The Board will determine which of the following outcomes are
appropriate:
a)
The lecturer be confirmed in post.
b)
The lecturer have his/her appointment terminated at the end of that
academic year or at the end of the requisite notice period.
c)
The lecturer be required to serve a further period of probation (up to one
year) provided that the total probation does not exceed four years.
xi)
Where the probation is to be extended or the employment terminated, the lecturer
will be informed of the decision and the reasons for the decision in writing.
xii)
In these circumstances, the lecturer has the right of appeal and the appeal will be
heard by a panel convened by the President, consisting of the President, a
nominee from Academic Council and a member of the Governing Authority not
employed by the University.
12
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